Employees today want more than a paycheck.

They want time. Time to rest, time with family, and time to focus on the moments that matter most. A competitive leave program is critical to any Total Rewards package. Offering diverse types of leave shows employees that your organization values their well-being inside and outside the workplace.

As we move through 2025, the conversation around leave continues to evolve. Employers are balancing employee needs with business realities while responding to shifting norms around paid time off (PTO), caregiver support, and flexible policies. Mercer’s 2025 US Leave Programs survey provides insights into how organizations support employees today.

Let’s explore the types of leave most commonly offered in 2025 and what they mean for your workforce.

Types of leave policies offered by US businesses

Competitive businesses offer a wide range of leave programs. The most common types of leave include:

These programs create a flexible environment where employees can balance professional obligations with personal commitments. Below, we examine each.

1. Maternity/primary caregiver leave

By federal law, US businesses must provide 12 weeks of unpaid leave for primary caregivers under the Family and Medical Leave Act (FMLA). However, many employers go beyond this baseline:

• 72% of employers provide more than the statutory requirements.
• The median fully paid leave is 12 weeks, with an average of 11 weeks.
• Employers offering partial pay provide 6–8 additional weeks, while unpaid options average another 7–8 weeks.
• In total, primary caregivers typically receive 14 weeks of leave on average.

This expanded support allows employees the time they need to recover and bond with their child, a benefit that also strengthens retention.

Paternity/secondary caregiver leave

Unlike maternity leave, the US has no federal requirement for paternity leave. Even so, employers are stepping up:

• 68% of employers offer leave for secondary caregivers.
• The median fully paid leave is 30 days, averaging 33 days.
• When partially paid and unpaid days are included, the average is 47 days, totaling about 7 weeks.

Providing equitable leave for both primary and secondary caregivers reflects changing cultural expectations and signals organizational support for all families.

3. Adoption leave

Adoptive parents often face similar challenges as birth parents, and many employers now offer equal leave. In 2025, most organizations extended maternity or paternity leave policies to adoption, ensuring caregivers receive the same time to bond with their child.

4. Dependent care leave

Dependent care leave gives employees time to care for loved ones, whether children, parents, grandparents, spouses, or in-laws. For instance:

• 60% of companies provide dependent care leave.
• Employers offer a mix of fully paid (15–24 days), partially paid (46–60 days), and unpaid leave (57–60 days).

This is a valuable benefit, especially as more employees balance careers with caregiving responsibilities for aging parents or family members with health needs.

5. Annual vacation leave

Vacation remains a cornerstone of employee well-being and retention. While there is no federal mandate for paid vacation in the US, nearly all employers provide it. Here’s what you should know:

• Employees with 1 year of service receive a median of 15 days of vacation, averaging 16 days.
• At 5 years of service, the median annual leave is 20 days.
• By 20 years of service, employees average 25 vacation days.

Accrual vs. unlimited PTO

Vacation policies typically fall into 1 of 2 models:

• Accrual-based PTO: Employees earn vacation days over time, often increasing with tenure. This model rewards loyalty and provides predictability for both employers and employees.
• Unlimited PTO: Employees can take as much time off as they need, as long as they meet performance expectations. While attractive on paper, unlimited PTO often leads to employees taking less time, not more, unless employers actively encourage use.

Both models have pros and cons, but the key is ensuring employees feel empowered to take the necessary time.

6. Personal days

Sometimes employees need time off for life’s unexpected moments, such as medical appointments, moving, or urgent personal matters. Employees typically receive the following:

• The median personal time is 5 personal days, though some employers allow far more unpaid time.
• Paid personal leave averages 3–5 days, while unpaid options stretch to 27–30 days.

This flexibility helps employees manage life’s obligations without dipping into vacation leave.

7. Volunteer leave

Volunteer leave is a growing way for companies to connect business values with employee purpose:

• 45% of employers offer volunteer leave.
• Most provide an average of 2 paid days for volunteer work annually, with some offering up to 5 unpaid days.

Volunteer leave strengthens employer branding and employee engagement by showing that organizations value community impact.

8. Bereavement leave

Grieving employees need space and time to heal. While not federally mandated, most US employers recognize its importance. Here’s what you can expect with bereavement leave:

• The median leave for losing a spouse, partner, child, or parent is 5 paid days.
• For other family members, employees typically receive a median of 3 paid leave days.
• Some employers also offer up to 9 unpaid days for extended mourning.

This policy supports employee well-being during life’s most difficult moments.

9. Sabbaticals

Though still uncommon, some employers offer sabbaticals as a tool for retention and renewal. For instance:

• Only 14% of employers offer sabbatical programs.
• Where available, the median sabbatical is 5 paid weeks and 12 unpaid weeks, with some offering longer average sabbatical times.

Sabbaticals allow employees to pursue education, to focus on personal growth, or to rest, creating long-term loyalty.

Military leave

Military leave is required by US federal law under the Uniformed Services Employment and Reemployment Rights Act (USERRA). This act ensures that employees called to active duty can return to their civilian jobs with protected seniority, status, and pay.

Many employers go beyond the law, offering “differential pay” to make up the gap between military pay and civilian wages during service. This support demonstrates respect for service members and strengthens organizational culture.

Jury duty leave

Jury service is a civic duty; most employers provide leave to fulfill it. Policies vary, but many organizations offer PTO for jury duty, while others cover only part of the time. Including jury duty leave as a formal policy reduces employee stress during mandatory service.

Unpaid leave

Unpaid leave acts as a safety net, allowing employees to step away for extended personal, medical, or family reasons when paid leave is unavailable. While FMLA provides some legal protection, employers often extend unpaid leave options beyond statutory requirements, helping employees through crucial life moments.

Garden leave

Garden leave is far less common in the US, but it is worth noting. Traditionally used in the UK, garden leave occurs when an employee leaving a company must stay away from work during their notice period, often while still receiving pay. This prevents the individual from immediately joining a competitor while maintaining confidentiality and goodwill.

Though rare in the US, garden leave is gaining traction in specific industries, such as Finance and Tech, as employers seek ways to protect sensitive business interests. Including garden leave in discussions of types of leave can help organizations better understand global practices and prepare for future trends.

Ready to refresh your leave programs?

Offering diverse types of leave is no longer optional. It’s an expectation. These programs help employees thrive personally while remaining engaged at work, from maternity leave to military leave to vacation to volunteer days. The right mix reduces burnout, builds loyalty, and makes your organization more attractive to talent.

To learn more about optimizing your leave programs, connect with us through email or call us at 855-286-5302.